High teacher attrition rates may contribute to educational inequity for students, primarily for those who are members of marginalized communities. Currently, teacher retention rates are lowest in low-income, high-minority schools and districts. As one way to level the playing field, educational leaders may be able to use teacher mentor programs to increase teacher retention. When implemented correctly, those who run these programs have the potential to not only support newly hired teachers but to also empower veteran staff. In this article, I highlight my school district's conscious decision to revitalize our teacher mentor program through purposeful planning, meaningful data collection, and consistent reflection and revision. As the mentor program coordinator, I worked with my district curriculum coordinator, teacher mentors, and newly hired staff in all phases of the process to ensure successful implementation. Although we found great success in several areas of our revitalized program, after data analysis and careful reflection, we learned there were still improvements to be made. We then used those lessons to make conscientious and data-driven decisions to continue the growth of our teacher mentor program.